Motive is a reason for doing something.

“Motivation is concerned with the factors that influence people to behave in certain ways”

Motivating other people is about getting them to move in the direction you want them to go in order to achieve a result.

The process of Motivation

A needs-related model of the process of motivation is shown below.

These needs create wants. Which are desires to achieve or obtain unsatisfied needs. Then Goals are established to achieve these needs. Also behavior pathway is selected which it is expected will achieve the goals.

Goal Specificity – the degree to which goals are material and open to one interpretation.

Goal Difficulty – Hard goals are more motivating than easy goals. However, these difficult goals are achievable.

Goal Acceptance – Commitment and participation

Employee contribution to achieve a specific goal. 

Feedback – Get information about how well they are doing their job towards goal achievement.

Organizational Motivation Practices

Job design for motivation

Job can identify as a unit of work that a single employee is responsible for performing.

Also, employees get rewards and meet their needs.

Design of Job

  • With challenging tasks
  • Meet employee needs with proper salary scales
  • Structure of work for improving productivity and satisfaction. (Tools and strategy using to achieve target) 

Job rotation – In here, systematically rotate employees from one job to another. As a result, they will improve their working knowledge and get more experience.

Job enrichment – This is a well-known job design method. Job enrichment is a process of redesigning the job by adding dimensions to existing jobs to make employees more motivated. 

Core job Dimensions

  • Skill Variety – job requires different skills and talents.
  • Task Identity – the degree to which an employee performs a total job with a recognizable beginning and visible outcomes.
  • Task Significance – the degree to which the job has impact on the employee or the organization.
  • Autonomy – the degree to which a worker has a freedom to complete their work.
  • Task Feedback – the degree to which the employee is informed about their performance.

Innovative ideas for motivation

  • Pay for performance – reward employees for their performance contribution.
  • Gain Sharing – profit sharing within a business unit after determining performance targets are met.
  • Team based compensation – rewards employees for their behaviours and activities that benefit the team .
  • Flexible work schedule – this allows employees to set their own working time.
  • Pay for knowledge – link the employee’s salary with the number of tasks and skills gained.

Challenges in motivating employees 

  • Employee behaviour – if organizations have bored workers they typically unmotivated.
  • Organizational goals and objectives
  • Management support
  • Internal barriers – such as workplace problems
  • Conflicts
  • Industry challenges

Types of Motivation


1. Intrinsic Motivation – people are motivated by themself to satisfy their needs or to achieve their expected goals. So they are not imposed by others. This happens because of the quality of the working life. These factors include

  •  Responsibility : feeling the work is important
  • Autonomy : freedom to act

2. Extrinsic Motivation – what is done to or for people to motivate within the organization. This motivation type includes rewards such as promotions, salary increments, punishments, etc. This has an immediate and powerful effect.